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Human resource management - Case study (Sports Direct)

   

Added on  2021-04-24

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Human resource managementCase study (Sports Direct)

Sports Direct Case Study1ContentsIntroduction......................................................................................................................................2Task 1: Two people management issues.........................................................................................2Wages and payments....................................................................................................................2Recommendation.........................................................................................................................2Discrimination..............................................................................................................................3Recommendation.........................................................................................................................3Task 2: HR planning process...........................................................................................................3Task 3: Developmental activity: Goal setting.................................................................................5Task 4: Employment legislations.....................................................................................................6Racial discrimination laws...........................................................................................................6Race relations act 1965.............................................................................................................6Equality act 2010......................................................................................................................6Pay and Wages.............................................................................................................................7United Kingdom labor law.......................................................................................................7Conclusion and recommendations...................................................................................................8References........................................................................................................................................9

Sports Direct Case Study2IntroductionHuman resource management plays a vital role in the success of any business. There are various roles played by the HR of any business including recruitment, selection, retention, employee satisfaction, compensation and talent management (Hendry, 2012). The case has referred to numerous issues faced by Sports Direct with reference to their HR management. The organization has been accused of ill treatment of employees, unfair wages, lack of work life balance, racial discrimination and unethical recruitment of employees in the business. This has adversely impacted the organization’s goodwill and positioning in the market. Therefore, this report throws light on specific issues faced by the organization along with recommendations to fix the same. The report highlights key issues faced by the organization and its employees along with a detailed HR plan that would enable the organization to analyze its recruitment needs efficiently leading to better quality talent management. Task 1: Two people management issuesWages and paymentsThe first key people management issue faced by employees of Sports Direct are extremely low wages and untimely payments made to them. Wages are often the primary factor influencing employee satisfaction. Therefore it is the responsibility of every organization to ensure that their workers are fairly and timely paid (Gupta & Shaw, 2014). Sports direct is facing issues of underpaid labor as well as untimely payments. More often the workers’ salaries are deducted through a rigorous check about workers leaving the warehouse. Workers have also been facing issues like salary deductions if they spend too much time chatting, in the toilet or while catering to a sick family members.RecommendationAs an interim HR head, it is recommended that the organization must immediately work upon a fresh payment policy for the employees that would include details of the amount paid, date of salary disbursement and clear specifications of violations that might lead to salary deductions. The HR department must also focus on eradicating zero work hour contracts and pay attention to hiring full time employees through ethical sources. The salaries of all employees must live up to

Sports Direct Case Study3the industry standards (Cascio, 2018). Employee promotions, incentives, bonuses and salary increment structures must also be specified in the report. Every employee must be provided with a fixed number of holidays in the year besides sick leaves and casual leave. An effective, practical and transparent leave policy must also be maintained and followed. A formal procedureof requesting leaves by employees must be followed through chains of open communication.DiscriminationEmployee discrimination is a serious offense that must not be practiced in any organization. Discrimination on the basis of sex, caste, creed, religion, language or race is strictly prohibited (Sharma & Mann, 2018). Employees at Sports Direct have faced and reported multiple cases of discrimination and ill treatment. Discrimination against employees leads to unfair or unequal treatment leading to employee dissatisfaction. Such a behavior is unethical and largely demotivating for employees (Barak, 2016). The case mentions of an incident where a Welsh worker was forbidden to speak his local language within the office premises. Financial Times quoted an employee of Sport Direct who stated that she was promised a promotion in return for sexual favors.RecommendationIn order to ensure equal treatment of employees, a zero tolerance policy must be created for the organization which clearly specifies that any kind of discrimination against employees will not be tolerated (Kivel, 2017). The organization must focus on open communication and transparent communication within the business. The employees must be encouraged to report cases of discrimination without any fear. Strict actions must be taken against reported cases on an immediate basis. Open door policy can be adopted by the organization wherein the top management of the company leave their doors open at all times to signify their availability for the employees (Johnson, 2015). A legal body must be nominated within employees who would address employee grievances at the earliest. Task 2: HR planning processAn HR planning process ideally identifies the gap between the current manpower and the required manpower in any business. There are various employees at Sports Direct who are

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